Senior Compensation Program Manager

About the team

The Talent Rewards team helps shape how Zillow attracts, rewards, and retains great talent through thoughtful, data-informed compensation programs. As part of Human Resources, this team partners closely with HR, Finance, and business leaders to deliver competitive, equitable, and scalable pay practices that support Zillow’s strategy and growth. Together, the team brings analytical rigor, cross-functional collaboration, and a deep commitment to fairness and employee experience.

About the role

The Senior Compensation Program Manager designs, analyzes, and administers complex global compensation programs that align pay practices with Zillow’s business strategy. The role leads advanced market benchmarking, data-driven insights, and cross-functional consultation with HR and Finance to support competitive, equitable, and compliant compensation decisions across a variety of roles and programs.

Key Responsibilities

• Design and refine global salary structure, frameworks, and other compensation programs using advanced market benchmarking, internal equity analysis, and compensation analytics to maintain competitive and fair pay practices.

• Manage equity compensation programs, including plan design, administration, and analysis, ensuring alignment with overall compensation strategy and market practices.

• Own end-to-end program management of the recurring compensation planning cycle—including project scoping, timeline coordination, data validation, system configuration, and executive delivery—, serve as the dedicated compensation liaison to People Product and Technology teams and lead other complex initiatives such as incentive plan updates and job architecture projects.

• Build trusted partnerships with HR Business Partners and the HR Shared Services team, serving as the primary point of contact for escalated employee compensation inquiries.

• Develop and maintain compensation policy and process documentations, tools and models (e.g., offer tools, survey submissions, dashboards, job evaluation guidelines) to support scalable compensation governance and decision-making.

• Ensure data quality, compliance, and alignment with compensation policies by auditing compensation data, enforcing data governance standards, and identifying process improvements across systems such as Workday and external survey platforms.

This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions.

In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $118,600.00 - $189,400.00 annually. This base pay range is specific to these locations and may not be applicable to other locations. In Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia the standard base pay range for this role is $112,700.00 - $179,900.00 annually. The base pay range is specific to these locations and may not be applicable to other locations.

In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

Who you are

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field.

• 8+ years of experience in compensation, rewards, or closely related HR analytics roles supporting program design and administration.

• Experience conducting market benchmarking, participating in or leading salary survey submissions, and applying survey data to develop or maintain salary structures and incentive programs.

• Experience analyzing large data sets to generate compensation insights and recommendations, using spreadsheets and reporting tools to inform decisions for HR and business stakeholders.

• Experience working with HRIS or HCM systems (such as Workday) to support compensation processes and maintain data integrity.

• Or an equivalent combination of education and experience.

Preferred Qualifications

• Demonstrated experience managing or co-leading an